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This guide outlines the employment security framework implemented to protect workers before insourcing. Key features include 90-95% job security, the prevention of outsourcing, the commitment to maintaining full-time positions, and enhanced severance packages. Workers in critical locations enjoy absolute protection, improved pay scales, bonuses, and paid leave policies. The program emphasizes the importance of longevity, overtime compensation, and worker rights, ensuring a safer and more secure workplace for all employees.
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Employment security • 90–95% job security • Job security that never existed for s-CO • Secured core work in largest cities • Secure UAX work in CLE, IAH, EWR, SFO and ORD • Expanded 1994 absolute security to June 3, 1999 • Implemented April 1, 2006 protection from outsourcing date • Ramp and Stores cannot have their status or leads changed because of outsourcing • No PT shifts in Stores where 10 hour shifts exist • Commitment to preserve FT positions with recall to FT in stations where it was displaced • Commitment from company to open currently vendored Ramp work in 10 Stations, and PCE work in IAD, HNL • Absolute protection for RES from outsourcing, and commitment to no office closures • Language to discuss protection from technology outsourcing • VSIP package • Move Package • Enhanced severance pay
Economics • Full Retro pay for s-UA from 1 JAN 2010 to DOS (date of signing) • Retro for s-CO from last current raises • Improved base wage at DOS, 2.5% step increase on 1 APR 2016 • Increased longevity pay to max $0.75 • Ability to earn double time OT and implement 24-hour clock • Mid-contract bonus of 6% base on 2014 pay to be paid after 1 JAN 2015 • Red circle market differential employees • Adopt s-UA shift differential • Adopt s-CO lead pay • Premium pay for premium positions • Unpaid lunch after 5 hours for s-UA • 401-K for s-UA • Adopt pilot profit sharing • Guaranteed 15-minute paid breaks
Benefits • 100% sick pay; not tied to doctor’s note • Improved Sic/Occ bank hourss-UA increased Sic/Occs-CO increased Occ • Personal emergency leave of 2 instances of 4 days for each member of immediate family • EIS extended to 6 years with benefits up to 3 years or ½ length of service • Long term disability extended to s-UA • Ability to participate in National Group Protection Plan Policies with payroll deduction • Time-and-one-half for holiday hours worked • 6 fixed holidays and 2 floating holidays • Additional paid week of vacation for s-CO • Improved accrual rate • Ability to buy an extra week of vacation or defer holidays for an additional week of vacation • Ability to bid two separate blocks of vacation on initial bid as long as consecutive • Minimum one week block bid; May float remainder of vacation to be bid as DAT • If a paid holiday falls within your vacation week, you may move it for an additional day off or choose to be paid out for that day
Work rules • Delayed calling of mandatory penalty of 1.5 hours of pay if mandatory called within an hour of the end of your shift • Supervisors may no longer displace IAM members • Restrictions on supervisors working • No trade suspension • Able to bid in/out of specialty positions at least once per year • Lifetime recall for 10+ years or currently furloughed • Specialty training offered by seniority • Grievance procedure enhanced • Health and Safety committee • Overtime • Shift differential
